LEAN in Recruitment - The GE Story

A LEAN (mean) Recruiting Machine...incorporating a LEAN philosophy into Recruitment.

Six Sigma was all the rage over the last few years, and now LEAN has become the new buzzword in quality and process efficiency. LEAN is a broad catchphrase describing a holistic and sustainable approach using less of everything to give you more.

In this FREE webinar learn how General Electric (GE) and Kelly Outsourcing & Consulting Group (KellyOCG) partnered to introduce LEAN into the recruitment process.

We will also educate you on:
- Basic LEAN principles
- Provide examples of introducing and sustaining LEAN as well as lessons learned
- Help you better understand how being LEAN can improve process.
- Strategies for implementing LEAN in recruitment
- Benefits of LEAN (learn more about how we reduced cost by 50% and decreased our current process by over 30 steps!)
- Sustaining a LEAN environment

Who should attend?
- Recruitment Professionals
- HR Directors & Leaders who want to learn practical solutions to help them operate more effectively and efficiently.
- Hiring Managers

At the heart of any effective risk process are two common qualities of strong team work and open communication. This, supported by strong action and solution orientation enable the Risk Management function to carry out its mandate effectively. Risk Champions are central to this, and used well, they become the glue that can hold risk activities together.

Whether public or private, large or small, every fleet and business can use help in controlling costs. That's why more and more fleet operators are turning to telematics as an effective solution for managing their fleets within a limited budgets.

Register today to learn how you can lower operational expenses with GPS fleet tracking.

In 2011 Caterpillar’s North Little Rock, AR, facility, where earthmoving Motor Graders are produced, had a Recordable Injury Frequency (RIF) rate of 5.11 with 20 recordable injuries. Of 68 manufacturing facilities in the enterprise, this facility ranked number 65.

When the facility leadership committed to making a change, they started by listening closely to the front-line workforce – the employees closest to the job hazards – to understand what was motivating risky behaviors.

The discovery has fueled a transformational journey to safety accountability that drove the RIF rate down to 0.58 by the end of 2014. Now the facility is a safety performance benchmark for organizations inside and outside the Caterpillar enterprise.

You will learn:
•How to apply cultural assessment results to focus improvement efforts
•A formula for leveraging the skills and experience of employees to build proactive safety processes
•How to develop performance measures that reflect the presence of safety activities (not just the absence of incidents)
•Tools for increasing employee engagement and workplace positivity through effective recognition

Risk sources are more often identified and located not only in infrastructural or technological assets and tangible variables, but in Human Factor variables, Mental States and Decision Making. The interaction between Human Factors and tangible aspects of risk, highlights the need to focus closely into Human Factor as one of the main drivers for Risk Management, a "Change Driver" that comes first of all from the need to know how humans perform in challenging environments and in face of risks

In this webinar, Dr Wolfgang Mahr will explain the fundamental importance of one of the most significant phases of the BCM lifecycle – the Business Impact Analysis. Conducting a BIA is the information gathering stage, where business continuity practitioners are charged with understanding the business before developing strategies and plans that can be put in place to ensure its continuity. Critically important information needs to be unearthed and not one important aspect must be omitted or forgotten. This webinar will offer insights that will help business continuity practitioners better understand a company’s processes, resources and their interdependencies.

GPS vehicle tracking systems offer a powerful tool for improving efficiency to get the most out of your people and your vehicles. Register now for a 30-minute webinar to learn how improving fleet efficiency can be accomplished by:

Where fear of reprisal exists, safety improvement is doomed. Frontline employees will not engage in safety if they believe their input will lead only to discipline or other negative repercussions. Two years ago, five of Caterpillar's re-manufacturing facilities in Corinth, MS, tackled the "fear factor" that was impeding employee involvement in safety. Through the Zero-Incident Performance (ZIP™) Process, driven by frontline-employee solutions, the facilities have achieved tremendous improvement in morale, genuine engagement and leading indicator safety performance.

Learning Objectives:
•How to effectively manage safety across multiple work cells and facilities with unique cultures and approaches to discipline
•How to overcome a legacy of fear
•How to determine if fear of reprisal and punishment exists in your workplace
•How to get frontline employees engaged in reversing a “fear factor”

You already understand the process of risk management. The next step is to equip yourself to fully integrate business risk and opportunities for innovation into your organisation's corporate governance model.

On October 3rd in support of Manufacturing Day, manufacturers and educators around the country will join forces to educate the general public on the importance of US Manufacturing and raise awareness as to the career opportunities that exist in the manufacturing industry all while tackling the negative perception issue that has been affecting the industry’s ability to attract workers with highly sought after skills.

Whether you believe in what has been described as manufacturing renaissance or not, one thing is certain, manufacturers are struggling to attract, engage, and retain talent critical to their operations. And to further complicate matters, manufacturers have to plan for an aging workforce which more than half is estimated to reach retirement age by 2025.

Join us to learn more about what your organization can do to attract, engage, and retain today’s in-demand manufacturing talent.

Do you deploy technical field service talent for repairs, upgrades, installations, remediation, break-fixes or calibration of medical devices? If you do, you are no doubt managing increasing administration, compliance and regulatory requirements, alongside the need to find talented engineers to do the work on time and on budget.

As a supplier to one of the most heavily regulated industries in the world, the quality and timeliness of the technical support your customers receive is critical—not just when things go wrong, but every single day for routine tasks too.

Recalls, product upgrades, government mandates and scheduled quality checks or repairs all take significant resources to staff and project manage. As compliance requirements and product complexity increase, so too does the task of properly installing and maintaining the medical devices that millions of patients rely upon each year across the US.

There are a number of factors that define the modern workplace, including a looming skills shortage and the impact of a multi-generational workforce.

In this webcast, we’ll take a closer look at the fundamental reasons why entire organizations, not just HR departments and leaders, must learn to respond to generational issues today. You’ll learn how to embrace the talent mix, tap into it, and use its strengths to deliver operational performance for your organization.

Workplace pension law has changed making all employers take positive action to help their UK workers save for retirement. They must automatically enroll certain workers into a qualifying workplace pension scheme that the employer will contribute to. This webcast aims to provide information on preparing for auto-enrolment with guest speakers from NEST and Towers Watson.

With all the numbers and statistics that pass across executives’ desks, it’s no wonder the employee engagement score feels like one drop in a very large ocean.

But it’s not. Employee engagement is a business measure like no other.

No matter what your legacy issues may be, or what your employee engagement results have been in the past, it is possible to create a highly engaged workforce quickly, easily and without disproportionate investment in time, money or technology.

Engagement is NOT an annual survey. Engagement is frequent, relevant and meaningful feedback and recognition. And the right tools will deliver exactly this. In this webcast, we will share 4 reasons to improve employee engagement as well as tips to get you started.

Study after study confirms that career development is the single most powerful tool managers have for driving retention, engagement, productivity and results. Nevertheless, it’s frequently the thing that gets sidelined. When asked, the number one reason managers give is that they just don’t have time. Don’t have time for the meetings, the forms, and the administrative hoops.

But there’s a better way. And it’s surprisingly simple: frequent short conversations with employees about their career goals and options, integrated seamlessly into the normal course of business. Kaye and Morga will identify three broad types of conversations that have the power to motivate employees more deeply than any well-intentioned development event or process during this webcast. These conversations will increase employee’s awareness of their strengths, weaknesses and interests; point out where their organization and their industry are headed; and help them pull all of that together to design their own up-to-the-minute, personalized career paths.

Workplace pension law has changed making all employers take positive action to help their UK workers save for retirement. They must automatically enroll certain workers into a qualifying workplace pension scheme that the employer will contribute to. This webcast aims to provide information on preparing for auto-enrolment with guest speakers from NEST and Towers Watson.

The changing dynamics of the modern workplace are causing employees to closely evaluate career choices and their options for advancement. The idea of a career-for-life with one employer has certainly waned, but it is not entirely dead. At the other extreme, many employees now believe it is in their best interest to seek out opportunities with multiple employers, building their network and skill set along the way. This volatility in the labor market seems to be the new norm, and it poses special challenges for both employees seeking to advance their skills, and employers wishing to retain the best talent.

Join us as we explore the changing attitudes of workers surrounding job mobility, career progression and work-life balance as part of a shift to a more autonomous, empowered and highly virtual workforce.

The 2012 Kelly Global Workforce Index shows that most workers feel under-valued, and frequently think about resigning—and this is a major issue for employers as they seek greater productivity from their people.

Employees across the globe have experienced unprecedented economic turmoil, and they are restless. The findings of the 2012 KGWI report suggest that organizations seeking to attract and retain the most highly talented candidates need to do more than just focus on their HR performance; brand recognition and corporate culture are central to the way they are perceived in the broader labor market.

This webcast will help employers who are looking to increase retention and find solutions to their talent management challenges by helping them understand:
- Employees seek movement to gain skills and develop
- Happiness at work is linked to the meaning they derive from it
- Meaning at work is largely about an individual’s ability to excel

The vast majority of workers have not had an opportunity to fully digest the various academic theories of leadership, but they do see it in practice every day, and they have well-defined views about what constitutes good leadership. Our latest workforce research reveals that globally, just 38% of respondents are satisfied with their current management’s leadership style. Given the importance of rock-solid leadership in our current business climate and the resources that businesses devote to enhancing their leadership capabilities, this is a worrying gap for employers and employees alike.

Join us as we take a closer look into the issue of leadership in the contemporary workplace from the employee perspective. Explore with us the way that workers think about the quality, direction, and style of leadership, and the degree to which they share the goals of those who head their organizations.

They may be relatively small in number, but they pull more than their fair share of economic weight. Amid higher unemployment and economic turmoil, we need them now more than ever. STEM jobs (roughly 97 occupations that fall into the science, technology, engineering and mathematics fields) are part of a critical cycle of economic growth. They are vital for national competitiveness, fueling the economy and creating more downstream jobs. Unfortunately, there are a number of factors that are inhibiting new entrants to STEM fields and luring existing participants away to others. Learn more about these forces and what employers can do today to turn the tide.

The 2012 Kelly Global Workforce Index shows that most workers feel under-valued, and frequently think about resigning—and this is a major issue for employers as they seek greater productivity from their people.

The explosion of social media across the globe has transformed personal communications and opened up myriad of opportunities for interaction across communities, regions and peer groups. Along with the opportunities come challenges, nowhere more so than in the workplace. The spontaneous and free-ranging character of social media can sit uneasily in a work setting.

Understanding and managing the workplace issues associated with social media is an evolving discipline. However, it is clear that attitudes toward social media are far from uniform. Generational, occupational and regional variances shape the way that people embrace these platforms.

A fundamental question is whether there is a place that social media can, or should, occupy for individuals in the contemporary workplace. Views on this are divided.

Join us for a webcast on 5 ways to improve your recruitment in Asia-Pacific. During this webcast we will help you to understand: What Motivates your Employees; How do you Measure Candidate Quality; How to Recruit the Right Candidate in a Growing Market; Finding the Right Balance for Your Workforce – Permanent Employees vs. Contingent and Temporary Labor; and the Five Things you can Focus on to Improve Your Overall Candidate Experience.

The 2012 Kelly Global Workforce Index shows that most workers feel under-valued, and frequently think about resigning—and this is a major issue for employees as they seek greater productivity from their people.

Employees across the globe have experienced unprecedented economic turmoil, and they are restless. The findings of the latest KGWI report suggest that organizations seeking to attract and retain the most highly talented candidates need to do more than just focus on their HR performance; brand recognition and corporate culture are central to the way they are perceived in the broader labor market.

Employers looking to increase retention and find solutions to their talent management challenges will benefit from understanding why: Employees seek movement to gain skills and develop; How happiness at work is linked to the meaning they derive from it; and how meaning at work is largely about an individual’s ability to excel.

This webcast, delivered by Alan Edwards, Vice President and Product Leader, Kelly Services, will discuss the new dynamics of work—addressing the perceptions versus realities of employment expectations. Highlighting the growing perception gap between employee and employer expectations related to employment, we will provide specific metrics and trends around employment in the Southeast.

Zachary Misko, Vice President & Market Development Lead and Bob Nelson, Phd.

Join Zachary Misko, Vice President and Market Development Lead, KellyOCG and multi-million copy best-selling author, Dr. Bob Nelson (1001 Ways to Reward Employees), for a power-packed session that will show you the best strategies and practices for attracting and retaining top talent today. A stunning 84% of current employees report that they will change employers in 2011 (CNN Money), which includes 25% of your top performers according to the Harvard Business Review. Are you ready for that?

The third of a 3 part series explaining the basics of MSP programs for European markets. Ideal for companies just beginning to explore MSP solutions and/or VMS technologies for enhanced contingent labour management.
Part 3 articulates the business case for MSP and helps to determine your readiness.

The second of a 3 part series explaining the basics of MSP programs for European markets. Ideal for companies just beginning to explore MSP solutions and/or VMS technologies for enhanced contingent labour management.
Part 2 discusses the different sourcing models in use and how to integrate with MSP strategy.

Learn why talent is dwindling and get a detailed profile of those that comprise the contemporary workforce. Hear the challenges employers face, and the suggestions for recruiting and retaining top talent.

The first of a 3 part series explaining the basics of MSP programs for European markets. Ideal for companies just beginning to explore MSP solutions and/or VMS technologies for enhanced contingent labour management.

Part 1 explains what an MSP can do for your company and why it’s important.